Workplace violence: Human disaster
Violence in the workplace, and how companies can prevent it

By KELLY HANNON

Business owners and managers have a lot to fret over. Scheduling workers. Signing new clients. Increasing productivity.

Now, a Fairfax County sheriff's deputy wants them to add preventing workplace violence to their list of responsibilities.

Arnie Lipson, who also advises military units on security, warned Spotsylvania business leaders that violence can break out in any office, yet most don't prepare for the possibility.

Companies devote more money and time to preventing fires, Lipson said, yet more workers are killed in the United States each year by violence.

The violence may not originate at the office. A domestic dispute could follow the employee to their job.

But companies have a duty to protect workers regardless, he said.

And if that's not a motivator, think about the financial risks, he said.
"A violent incident occurs at your workplace. Think of what that would do or cost to your business," Lipson said.

Lipson spoke Wednesday at the Spotsylvania Roundtable, a monthly event organized by the Fredericksburg Regional Chamber of Commerce.

A few professions are more vulnerable to violence.

Real estate agents, restaurants that deliver food and companies that provide transportation are high risk industries, he said. These workers are often isolated.

"Be sure field staff have cell phones and an itinerary," Lipson said.

For all businesses, think about office design. Can anyone walk in?

Lipson advised funneling everyone through a security point, at minimum guarded by a receptionist.

If an employee drops off money at a bank alone, at night, consider having a security company go to the bank, he said.

Security can begin in the hiring process, too.

Depending on the job, employers should do criminal background testing, drug testing and credit checks.

Document this process, Lipson said.

That way, if the employee turns violent, "Your business can demonstrate you did everything possible to prevent this from happening," he said.

Other advice from Lipson:
Companies should have a "zero tolerance" policy for violence and enforce it.

Look for warning signs in employee behavior. A single trait, or a temporary trait, may not indicate a problem, but a mix of chronic tardiness, sarcasm, sensitivity to constructive criticism, pushing, shouting, and throwing objects indicates a potential risk.

Pay attention to how other employees behave around a worker. "You want to put them on a team and no one wants to work with them. Why? They just can't get along," Lipson said.

If you decide to talk to an employee about their behavior, do it privately. Let others know where you are and have help nearby. Be empathetic and help the employee keep his or her self-esteem intact. Most of all, order a pizza.

"Food calms people down," Lipson said.

Distribute an anonymous company survey to ask about violence, physical and verbal. "You might be surprised, especially in the bigger offices, what you get back," Lipson said.